Layoffs and Severance. An employee who is laid off by Catalist shall receive two (2) weeks’ notice or pay in lieu thereof. In addition, they shall receive one (1) week of severance pay for each year of service, prorated to the date of termination, in exchange for executing a separation and general release agreement in the form provided by the Employer and the employee complying with all employment and post-employment obligations therein. In circumstances where temporary employees and contractors are performing a majority of the bargaining unit work of employees who would be selected for layoff, the temporary employees and contractors shall be separated before laying off bargaining unit employees, unless (i) it is not feasible due to the impact on a project or (ii) the employees who would be selected for layoff are not qualified to perform the work performed by temporary employees and contractors.
Layoffs and Severance. A. Any bargaining unit employee who is laid off (“Laid Off Unit Employee”) for economic or other reasons, shall, subject to execution of a standard Company separation agreement, receive gross severance based on years of service (chart below). The Company will not require a post- employment separation agreement that impinges on the employee’s rights under Section 7 of the NLRA.
B. Any bargaining unit employee who is discharged under section (D) of Article 15 (Discipline and Discharge) shall, subject to execution of a standard Company separation agreement, receive gross severance based on years of service (chart below). Years of Service (A) Weeks of severance (B) Weeks of severance Less than 1 yr 11 7 1 full yr 12 8 2 full yrs 12 8 3 full yrs 13 9 4 full yrs 16 12 5 full yrs 19 15 6 full yrs 22 18 7 full yrs 24 20 8+ full yrs 26 22
C. All severance payments shall be paid as a lump payment.
D. Any bargaining unit employee who receives severance pursuant to paragraphs (A) and (B), and who was receiving medical, dental and vision benefits through the Company shall receive, by separate lump sum payment, the monetary equivalent of the Employer’s share of the monthly premium, plus the full administrative surcharge, for the portion of the severance period for which they are no longer receiving Company benefits. While terminated bargaining unit employees are responsible for paying the full monthly amount to the carrier, the lump sum payment shall be adjusted for taxes so that the terminated employee’s monthly out of pocket financial share of health insurance premium is the same as their out-of-pocket financial share of premiums during employment.
E. Terminated bargaining unit employees may link to published Work Product.
F. In the event of a layoff of multiple bargaining unit employees, where the Company pays out accrued but unused Paid Time Off to any bargaining unit employee, it shall pay out accrued but unused Paid Time Off to all other bargaining unit employees as part of the same action. The decision to pay out any accrued but unused Paid Time Off shall remain at the sole discretion of the Company or as required by state law.
G. Bargaining unit employees who are laid off during their approved parental leave shall receive the same parental leave considerations, in addition to contractual severance. as all other employees of the Company impacted by the same layoff action on the same terms and conditions as other employees of the Company. The decision to offer any...
Layoffs and Severance. A. The Employer shall provide two (2) weeks notice of layoffs, or in the alternative, provide two (2) weeks notice pay. Any bargaining unit employee who is laid off for economic or other reasons (“Laid Off Unit Employee”) shall, upon execution of a standard Organization severance and release agreement, receive gross severance equal to two (2) week’s salary per full year of service, with a minimum of ten (10) weeks severance and a maximum of twenty-two (22) weeks.
B. For any bargaining unit employee who receives severance pursuant to paragraphs (A) and (E), and was receiving medical, dental and vision benefits through the Organization, and enrolls in COBRA, the Organization shall pay to the COBRA administrator the same Employer share of premiums as was being paid while the individual was an employee, for the portion of the severance period for which they are no longer receiving Organization benefits. If the Organization can’t make such a direct payment to the COBRA administrator, then the Organization shall, by separate lump sum payment, pay to the employee the monetary equivalent of the Organization’s share of the monthly COBRA premium, plus the full administrative surcharge, for the portion of the severance period for which they are no longer receiving Organization benefits. In such circumstances, while terminated bargaining unit employees are responsible for paying the full monthly COBRA amount to the carrier, the lump sum COBRA payment shall be adjusted for taxes so that the terminated employee’s monthly out of pocket financial share of health insurance premium is the same as their out-of-pocket financial share of premiums during employment.
C. Employees shall receive severance pay in equal installments according to the regular bimonthly payroll schedule. An employee who is laid off and is rehired within six (6) months shall not suffer a break in continuity and shall have their prior years of service counted.
D. An employee who leaves for other employment before their termination date, but after receiving notice of termination, shall nevertheless receive full severance pay.
E. In the event an involuntary separation pursuant to the Article 15 entitled Discipline, Section 5, a bargaining unit employee shall, upon execution of a standard Company separation and release agreement, receive two (2) weeks severance for each full year of service, with a minimum of six (6) weeks severance, and a maximum of fourteen (14) weeks severance, and COBRA payments in acco...
Layoffs and Severance. An employee who is laid off by the Employer shall receive two (2) weeks' notice or pay in lieu thereof (equal to two (2) weeks' pay at their weekly salary). Notice shall be provided to the Union, the Unit Chair and the affected employee. In addition, any employee who is laid off by the Employer shall receive two (2) weeks of severance pay for each year of service as a full-time or part-time employee, prorated to the date of termination, up to a cap of twenty (20) weeks, in exchange for executing a general release in the form provided by the Employer. Notwithstanding the foregoing, no employee shall receive less than four (4) weeks of severance pay, inclusive of the notice pay.
Layoffs and Severance. A. Any bargaining unit employee who is laid off (“Laid Off Unit Employee”) for economic or other reasons, shall, subject to execution of a standard Company separation agreement, receive gross severance based on years of service (chart below).
B. Any bargaining unit employee who is discharged under section (D) of Article 15 (Discipline and Discharge) shall, subject to execution of a standard Company separation agreement, receive gross severance based on years of service (chart below). Years of Service (A) Weeks of severance (B) Weeks of severance Less than 1 yr 11 7 1 full yr 12 8 2 full yrs 12 8 3 full yrs 13 9 4 full yrs 14 10 5 full yrs 16 12 6+ full yrs 18 14
C. All severance payments shall be paid as a lump payment.
D. Any bargaining unit employee who receives severance pursuant to paragraphs (A) and (B), and who was receiving medical, dental and vision benefits through the Company shall receive, by separate lump sum payment, the monetary equivalent of the Employer’s share of the monthly premium, plus the full administrative surcharge, for the portion of the severance period for which they are no longer receiving Company benefits. While terminated bargaining unit employees are responsible for paying the full monthly amount to the carrier, the lump sum payment shall be adjusted for taxes so that the terminated employee’s monthly out of pocket financial share of health insurance premium is the same as their out-of-pocket financial share of premiums during employment.
E. Terminated bargaining unit employees may link to published Work Product.
Layoffs and Severance. A. In the event of a reduction in force, layoff or restructuring, the Company shall provide, in addition to the severance and benefit continuation, two (2) weeks notice of layoff, or pay in lieu thereof, to each affected bargaining unit employee.
B. In the event of a layoff or a termination pursuant to Article 13.D, a bargaining unit employee who is terminated after 6 months but less than one year of employment shall, upon execution of a standard Company waiver and release agreement, receive at least five (5) weeks of severance pay. An employee with at least one year of employment but less than two years of employment shall, upon execution of a standard Company waiver and release agreement, receive six (6) weeks’ severance pay. An employee with at least two years of employment but less than four (4) years of employment shall, upon execution of a standard Company waiver and release agreement, receive eight (8) weeks’ severance pay. An employee with at least four (4) years of employment shall, upon execution of a standard Company waiver and release agreement, receive 2 weeks’ severance pay per full year of service, with a maximum payment of 14 weeks of severance pay. For laid off bargaining unit employees who enroll in COBRA at a plan no greater than the plan they were enrolled in as an employee, the Company shall cover the employer share of health care for the same period as their severance period (starting with the employee’s termination date). The Company shall directly pay the employer share of COBRA to the COBRA administrator. Thereafter, laid off employees can continue in COBRA at the full cost. In the event of a layoff that would trigger a WARN notice under state or federal law, employees shall receive, instead of severance according the above formula, one week of severance pay for each year of service, with a cap of 8 weeks of severance pay, in addition to the WARN notice ( or pay in lieu thereof).
C. For purposes of Article 19 of this Agreement, an employee who is laid off and is rehired within one year shall not suffer a break in continuity and shall have their prior years of service counted towards their total length of service.
D. Upon being notified by the Company of a date of termination, an employee who leaves for other employment prior to that date of termination shall nevertheless receive full severance pay pursuant to the terms of this Article.
E. The Company will adhere to any local, state and federal laws regarding layoffs including the W...
Layoffs and Severance. Any bargaining unit employee that is laid off (“Laid Off Employees”) for economic or other reasons, shall, upon execution of standard Company severance and release agreement, receive severance per the below chart: Years of Service (A) Weeks of severance Less than 1 yr 11 1 full yr 12 2 full yrs 12 3 full yrs 13 4 full yrs 16 5 full yrs 19 6 full yrs 22 7 full yrs 24 8+ full yrs 26
Layoffs and Severance a) If, as a result of lay-off due to shortage of work, it becomes necessary to reduce the number of regular employees, seniority and job qualifications will be considered.
b) Where there is a requirement to increase the number of regular employees within a year after a lay-off, employees will be hired in the reverse order of lay-off provided that they have the necessary qualifications to perform the work available. Seniority, which employees had at the time of lay-off, will be regained and adjusted on the date of re-employment, providing the employee is re-employed within one (1) year.
c) Employees on lay-off must supply the company with a current address and phone number and the Company will make a reasonable effort to contact the employee by phone and registered mail. In the event the employee cannot be so contacted, declines the offer of employment or fails to notify the Company of his intention to return to work within three days of his receipt of the registered letter, he shall forfeit his seniority and right to recall.
d) Where an employee is laid off and eligible for severance pay, the employee will receive severance pay based on the greater of:
i) [Four weeks pay multiplied by 1.15]; or
ii) [Two weeks pay plus two weeks pay for each year of continuous service multiplied by 1.15], provided in either case the employee has at least one year of continuous service with the company. Severance pay for a partial year of service will be calculated on a prorated basis The Company will take into consideration all applicable legislation and regulations in an effort to provide the employee with the greatest flexibility in the payment of severance pay.
e) For the purpose of this Article, one week’s pay is defined as the employee’s basic hourly wage rate at the time of termination times 40 hours.
f) An employee terminated and accepting severance payment under the above terms remains eligible to be considered for re-employment as a new employee.
g) The parties have agreed to provisions with respect to job security, which appear as part of this Agreement in Exhibit “C”.
Layoffs and Severance a. The Employer shall notify the Guild of possible layoffs at least fourteen
